EFQM & HUMAN RESOURCE

Submitted by-Mayura Patil

Batch – 16
Roll no - 29
INTRODUCTION
 EFQM is a membership based not for profit organisation.
 Enable management and HR management to measure the quality of HR
processes.
 It stimulates a continuous improvement program (on the basis of Plan, Do,
Check, Act) to support the Human Resources function within the company
on the journey towards HR Excellence.
INTRODUCTION
 The purpose of this tool is to enable management and HR management to measure the
quality of HR processes.
 The HR Process Survey Tool consists of 10 elements, each representing a specific HR
process.
 Each element consists of 10 maturity levels.
 A general categorization used in the PST includes the following maturity levels:
 Levels 0 – 3 add hoc approach; focus on admin / transactional activities
 Levels 4 – 6: more focus on processes and started with strategic HR

management
 Levels 7 – 10: strategic HR and integration with the business

The definition of maturity level 7 represents an internal best practice level whilst
in level 10 best in class has been described.
HR PROCESS OVERVIEW
ELEMENT 1: HR STRATEGY PROCESS
Main elements of the process:

• Contribute to the definition of the Business Strategy

• Identify HR implications of the Business Strategy
• Define requirements for organizational capability development and other HR processes
• Analyze organizational capability and other HR processes
• Determine critical gaps
• Check if HR implications of the business strategy need to be reformulated
• Set targets and priorities for organization capabilities
ELEMENT 2: ORGANIZATIONAL
CAPABILITY DEVELOPMENT
 Create a leadership/coaching system that links all business functions
 Right action = reward the right: people, things, ways, time and reasons
 Create the feeling in the organization that people can fail to succeed
 Create the necessary infrastructure to connect people with metrics
 Become a development organization and teach at every level continuously
 Enable people with development opportunities to higher levels of function
 Understand appreciative coaching and how to build a culture around it
 Make it fun to work in the organization
ELEMENT 3: STAFFING
 Develop a clear profile of the current workforce (demographics and competencies ,
trends etc.
 Determine what workforce profile will be require in future to ensure comparative
advantage to meet niche needs.
 Conduct Gap Analysis: what is missing, what is in overabundance
 Develop and implement a plan to close the gaps, acquire or built skills and re-
allocate resources
 Align all Human Resource policies, systems and programmes
 Evaluate the impact of changes and update the strategy accordingly
ELEMENT 3: STAFFING
ELEMENT 4: EMPLOYEE
DEVELOPMENT

Key aspects of the employee development process are:

• Develop and deploy Employee Development Policy and tools
• Systematic analysis of required competencies
• Define curricula for Employee Learning
• Systematic Employee Induction
• Development planning on individual, team and organizational level
• Employee Development effectiveness management
• Process monitoring and improvement planning
ELEMENT 5: TALENT MANAGEMENT

The process of talent management is key for attracting, recruiting,selecting,

retaining and developing talent for (future) leaders

• Talent Management policy and tools

• Talent Recruitment
• Talent identification process: detection, nomination, development center /
assessment, confirmation by top management
• Talent development deployment
• Career-scenario planning
• Process monitoring and improvement planning
ELEMENT 6: PERFORMANCE
MANAGEMENT

• Performance appraisals and regularly scheduled reviews

• Employee interaction
• Well establish an effective mentoring process
 Evaluating contributions against business objectives and demonstrated
values over the previous period
 • Differentiating in performance through calibrated ratings
 • Aligning personal objectives with business objectives for the coming
period
 • Assessing required competencies and values
 • Identifying opportunities for people development
ELEMENT 7: REWARD &
RECOGNITION

Objectives of the Reward policy are:

1. Provide performance-based rewards:
− Creates a strong performance ethic
− Motivates top performance
− Aligns the interests of shareholders and people
2. Provide competitive total compensation:
− Helps to attract and retain (top) talent
− Targeted to provide:
o Competitive pay for good performance
o Outstanding pay for top performance
3. Establish Reward & Recognition Framework:
− Facilitates mobility
− Reinforces the company identity; creates transparency
− Ensures fairness in reward decisions
ELEMENT 8: HEALTH & SAFETY

 Health and Safety includes working conditions in a broader sense. The

process
 Focuses on managing and improving health and safety procedures,
prevention of
 Absenteeism and improvement of working environment.
 ELEMENT 9: INTERNAL AND EXTERNAL
RELATIONS

• Organization should develop basic communications plan

for the Employees
• Planning internal or external communications helps a
great deal to develop a communications plan, either
informally or formally
 ELEMENT 10: DATA MANAGEMENT AND HR SYSTEMS

 Data management and HR systems includes procedures and systems for

gathering,
 maintaining, processing and analyzing HR-data to support all relevant HR-
processes.
 The data management and HR systems process contains:
• Employee related data and the accessibility
• Employee and Manager Self Service
• HR systems and data availability on corporate level including extracting data the
performance of the processes
Thank You !